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All Journal Jurnal Manajemen Teknologi Journal of Business and Management The Indonesian Journal of Business Administration Jurnal Mirai Management Jurnal Manajemen Indonesia Jurnal EMT KITA Syntax Literate: Jurnal Ilmiah Indonesia AFEBI Management and Business Review International Journal of Social Science and Business Community Engagement and Emergence Journal (CEEJ) Jurnal Darma Agung Journal of Economics and Business UBS BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Journal Of World Science Jurnal Locus Penelitian dan Pengabdian Journal Integration of Social Studies and Business Development Jurnal Riset Multidisiplin Edukasi International Journal of Economics and Management Research Jurnal manajemen dan bisnis (Performa)
Aurik Gustomo
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Religion Aerospace Engineering Agriculture, Biological Sciences & Forestry Arts Humanities Automotive Engineering Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Engineering Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Mathematics Social Sciences Other

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The Role of Employees' Innovative Work in Mediation of The Influence of Transformational Leadership on Performance Improvement Panji Anom, Sendika; Gustomo, Aurik
Journal of World Science Vol. 2 No. 5 (2023): Journal of World Science
Publisher : Riviera Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58344/jws.v2i1.213

Abstract

The results of PT Gapura Angkasa's 2018-2020 Employee Satisfaction Survey measurements show that the Relationship Variable with direct superiors is the indicator with the lowest level of satisfaction and has a high level of importance for three consecutive years. This study aims to analyze leadership factors in a company that are very important in encouraging employee creativity and innovation to achieve the desired goals or work results. The purpose of this study was to determine the effect of transformational leadership on employee performance which is mediated by the innovative work behavior of employees of PT Gapura Angkasa, and how it influences one another. Quantitative methods were used to collect data by distributing questionnaires and processing the data using the Structural Equation Model with Smart PLS software to test the hypothesis. These results were then deepened to find out the extent of Transformational Leadership practices in the company by conducting interviews with six respondents. The results of this study will show a positive and significant relationship between transformational leadership on innovative work behavior, transformational leadership on employee performance, and the relationship between transformational leadership on employee performance mediated by creative work behavior. Then the results of deepening related to Transformational leadership practices in companies found priority improvements in the Transformational Leadership dimension, namely the Intellectual Stimulation variable. Efforts to increase transformational leadership based on the results of qualitative data are fostering a culture of innovation, enabling employees to embody new ideas, and providing space for employees to innovate and explore creativity.
Transforming Employee Motivation to Enhance Employee Performance at PT Bio Farma (Persero) Prajnaparamita Leman, Nabila; Gustomo, Aurik
Journal of World Science Vol. 2 No. 2 (2023): Journal of World Science
Publisher : Riviera Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58344/jws.v2i2.221

Abstract

This study was conducted at PT Bio Farma (Persero). This Indonesian state-owned company focuses on the research and production of life-science products. During the last three years of implementing the Performance Management System, employee performance has decreased from 2019 – 2021. This study explores the decline in employee performance and the factors that cause it. The research was conducted using quantitative and qualitative analysis methods. The quantitative approach was performed through a survey involving 125 Bio Farma employees as respondents. The survey questions cover 5 (five) elements that can contribute to employee performance: shared values, leadership style, organizational culture, perceptions of organizational practices, and employee motivation. In comparison, the qualitative method was performed through interviews, observation, and internal documentation. To help find root causes and gaps, current practice conditions in the company are also discussed in this study. This study found that employee motivation is the main factor contributing to decreased performance, especially regarding career opportunities and the remuneration system. These business issues lead to proposed solutions to improve the career opportunity system at Bio Farma. Talent management is used in determining the future career of employees. This study suggests the application of competency-based assessment to obtain employee competency data that will be included in employee talent data. The proposed solution will be based on an implementation plan through the implementation of four main activities: identifying employee competencies, defining employee competencies, implementing competency-based assessments, and creating employee talent data which includes performance, potential and competency data.
DEVELOPING A COMPETENCE MODEL TO IMPROVE EMERGING BUSINESS BANKING MANAGER’S SUPERIOR PERFORMANCE Sekartini Prikasih, Nina; Gustomo, Aurik
Jurnal Locus Penelitian dan Pengabdian Vol. 2 No. 7 (2023): Jurnal Locus Penelitian dan Pengabdian
Publisher : Riviera Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58344/locus.v2i7.1516

Abstract

Stabilitas sistem keuangan Indonesia pada tahun 2022 cukup baik terlihat dari peningkatan pertumbuhan kredit yang tinggi untuk mempercepat pemulihan UKM dengan peningkatan akses dan dukungan porsi pembiayaan produktif melalui divisi Emerging Business (EmB) Bank ON. Sayangnya, pencapaian Divisi EmB Area 3 tergolong rendah. Hal ini dikarenakan rendahnya produktivitas tenaga penjualan. Tujuan penelitian ini untuk mengidentifikasi analisis kompetensi kesenjangan dan membuat model kompetensi umum untuk Manajer EmB. Penelitian ini menggunakan pendekatan kualitatif dengan wawancara semi-struktur dan observasi. Hasil identifikasi análisis dengan membandingkan Manajer EmB performa unggul dengan performa rata-rata diperoleh terdapat empat belas kompetensi yang terdapat kesenjangan kompetensi dengan dimensi dan level yang berbeda. Solusi bisnis dijelaskan dengan pendekatan model aliran kausal kompetensi. Selain itu, dibuat tahapan metode Panduan Aktivitas Pemimpin (LEAGUE) yang terdiri dari peran dan aktivitas manajer yang akan dilakukan. Terakhir, rencana implementasi untuk pengembangan model kompetensi bagi EmB Manajer dibuat untuk memastikan solusi bisnis berjalan dengan semestinya dengan pertimbangan justifikasi dari pihak-pihak terkait yang terlibat.
The Emergence of Multicultural Characteristics in Virtual Team Karim, Daniel; Gustomo, Aurik; Wisesa, Anggara
Jurnal Manajemen Indonesia Vol. 23 No. 1 (2023): Jurnal Manajemen Indonesia
Publisher : Fakultas Ekonomi dan Bisnis, Telkom University.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25124/jmi.v23i1.4457

Abstract

The advancement of information and communication technology grant access for businesses to reach global workforce. In a condition where companies hire their employee from cross-border market, the exposure of multicultural differences will be more in contact. Some of the problem faced by virtual multicultural team are cultural discrepancy, communication problem, long distance conflict, and lack of synergy. The objective of this study is to explore the multicultural characteristics emerged from virtual team activity to minimize the problem. This research adopts a case study to examine the comprehensive understanding of virtual multicultural team activity and get new insight from dwelling activity into the context directly. This study has two results: a virtual team and multicultural team characteristics in digital company and Hybrid company. This study can help practitioners identify what multicultural level of focus is well-suited to their current business model and give researcher an overview of future research on the alternatives in managing virtual multicultural team by building virtual multicultural team framework. Keywords — Multicultural; Virtual Team, Hybrid Company, Digital Company
EXPLORING THE DRIVERS OF CHANGE READINESS AND COMMITMET THROUGH THEMATIC ANALYSIS Wirda Savitri; Aurik Gustomo
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 5 No. 1 (2025): February
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v5i1.2558

Abstract

As the world and industry changes, companies can either resist the change or follow and transform themselves to survive. Change is difficult. Majority of companies failed to conduct change, and one of the main factors that determines change are the individuals in the organization. The same is occurring in The Company where their transformation facing threatening challenges and delay. A root cause analysis found that change readiness and change commitment may influence the issue in hand. Therefore, drivers of change readiness and change commitment were identified based on extensive literature review of 25 literatures to identify 4 main drivers which are: Transformational Leadership, Perceived Organizational Support, High-Performing HRM Practice, and Belief in Self-Efficacy. The research conducted qualitative approach through interview and thematic analysis. The interviews were conducted to 6 interviewees who are involved in the transformation of The Company. Thematic analysis was conducted in accordance with each of the change readiness and change commitment drivers by utilizing ChatGPT. The result from the interview and analysis elaborated that The Company weaknesses could be identified in its human resources management practices where it is deemed as lacking according to the interviewees’ answer. From the analysis, solutions were identified and elaborated.
Analysis Of Factors Affecting Employee Performance In Small Plantation Business (Case Study: Sumber Tani) Alisa Manulang, Ria; Gustomo, Aurik
Journal of Economics and Business UBS Vol. 13 No. 1 (2024): Regular Issue
Publisher : Cv. Syntax Corporation Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52644/joeb.v13i1.1426

Abstract

The agricultural sector, specifically the palm oil industry, is a significant contributor to Indonesia's GDP. South Sumatera is one of the largest producers of Indonesia's total palm oil production. The purpose of this study was to determine how the influence of Employee Motivation, Compensation, and Organizational Commitment on Employee Performance at Sumber Tani as one of smallholder plantations in South Sumatera, namely Sumber Tani. Sumber Tani experienced challenges related to employee performance which led to the non-achievement of harvesting targets and decline in sales. This research uses a quantitative approach with research methods, namely descriptive and verification analysis, data analysis is carried out by multiple regression analysis and importance performance analysis. The source of this research uses primary data with data collection using a questionnaire. The sample in this study were 41 workers at Sumber Tani using saturated sampling techniques. The results of descriptive analysis show that according to respondents's responses to Employee Motivation, Compensation, and Employee Performance at Sumber Tani are in the medium category and Organizational Commitment is in the high category. The results of hypothesis testing show that there is a positive and significant influence between Employee Performance, Compensation, and Organizational Commitment on Employee Performance, where these variables have an influence of 91.5% on Employee Performance. The results of importance performance analysis found that Compensation is the priority variable for improvement. Recommended strategies to improve Compensation at Sumber Tani are to conduct a salary survey, determine the amount of salary based on the salary survey, and provision of incentives.
Key Drivers of Employee Engagement and Strategic Priorities for Talent Development in an Education Service Company : Case Study: PT Kreasi Edulab Shafina Abdul Aziz Baraba; Aurik Gustomo
International Journal of Economics and Management Research Vol. 3 No. 2 (2024): August: International Journal of Economics and Management Research
Publisher : International Forum of Researchers and Lecturers

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/ijemr.v3i2.637

Abstract

Employee engagement is a critical factor influencing workforce performance and retention, particularly in education service companies dominated by Generation Z employees. Based on the company's historical turnover data, the company recorded a high turnover rate of 23% in 2022. Although this decreased significantly to 11% in 2024, it rose again to 19% in 2025, indicating persistent challenges in employee retention and signaling the need for more structured talent development strategies. This study aims to identify the key drivers of employee engagement and determine strategic priorities using Multiple Linear Regression (MLR) and Importance Performance Analysis (IPA) to identify the main focus variable. Using data from 260 employees, five engagement drivers were tested: Job Satisfaction & Meaningfulness (JSM), Leadership & Managerial Support (LMS), Team & Work Environment (TWE), Reward–Recognition & Work-Life Balance (RRWB), and Growth, Development & Enablement (GDE). MLR results reveal that GDE is the strongest predictor of employee engagement, emphasizing the importance of structured capability development for a predominantly Gen Z workforce. IPA further shows that GDE falls into Quadrant I (High Importance – Low Performance), indicating a critical performance gap requiring immediate intervention. To address this, the study proposes a Talent Development Program based on the 70:20:10 learning model, combining formal training, social learning, and on-the-job development. This framework offers a data-driven approach to enhancing employee capability, improving engagement, and mitigating turnover fluctuations, supporting Edulab’s long-term organizational sustainability.
Designing Digital Employee Performance Management System for PT. Kreasi Edulab Indonesia Masfufah, Megawaty; Gustomo, Aurik
Community Engagement and Emergence Journal (CEEJ) Vol. 7 No. 2 (2026): Community Engagement & Emergence Journal (CEEJ)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ceej.v7i2.10206

Abstract

This study aims to examine the implementation of the employee performance management system at PT. Edulab Indonesia, identify its main weaknesses, and analyze organizational needs and challenges in managing employee performance. The findings reveal that the current system is still managed manually using Google spreadsheets with quarterly performance recapitulation, leading to inefficiencies, low transparency, subjective evaluations, and limited audit trails, which ultimately hinder effective monitoring, data-driven decision-making, and alignment between actual performance and strategic objectives. In response, the study highlights the need for clear goal alignment across organizational, divisional, and individual levels; real-time performance monitoring; standardized and objective evaluation mechanisms; continuous and documented feedback; and stronger integration between performance evaluation outcomes and employee competency development, while also acknowledging challenges such as uneven digital literacy, resistance to change, lack of a continuous feedback culture, and infrastructure limitations. This research employs a qualitative approach through in-depth interviews and document analysis, with data analyzed using NVivo to identify key themes related to system weaknesses, organizational needs, and implementation barriers. The system design is guided by the Technology–Organization–Environment (TOE) framework and the ADKAR change management model to ensure alignment with organizational readiness, technological capability, external environment, and human factors. As a result, the study proposes step-by-step to Design Digital Employee Performance Management System (DEPMS) based on continuous feedback, comprising five core modules: digital goal setting and alignment, real-time performance monitoring dashboards, standardized digital performance evaluation, continuous feedback mechanisms, and audit trail–based reporting. The proposed system is shown to enhance performance management effectiveness by improving objectivity and transparency, accelerating decision-making, strengthening accountability, and directly linking performance evaluation outcomes to employee development, thereby supporting a more agile and data-driven organizational culture.
Designing Business Model Innovation for Sekolah Juara's Social Enterprise Sustainability Duzan Janitra, Atha; Gustomo, Aurik
Journal Integration of Social Studies and Business Development Vol. 4 No. 1 (2026): (Article In Press)
Publisher : Integrasi Sains Media

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58229/jissbd.v4i1.430

Abstract

Indonesia's expansion of the 13-year compulsory education program has fundamentally altered the national educational landscape, reinforcing the state's role as the primary provider of basic education. This structural shift has presented unintended existential challenges for philanthropic schools like Sekolah Juara, which historically relied on donor funding to serve underprivileged communities. As public perception increasingly views education as a state responsibility, donor support has declined, leaving the organization at a strategic crossroads: facing rising financial constraints while operating a legacy donation-dependent model in an increasingly competitive environment. This study investigates how philanthropic schools can redesign their business models to achieve long-term financial sustainability without compromising their social missions. Employing a qualitative case study approach, the research draws on in-depth interviews, document analysis, and literature review to capture the strategic adaptations required in a post-donor context. The findings propose a Business Model Innovation (BMI) framework driven by four strategic imperatives: (1) the institutionalization of teaching quality, (2) excellence-based market positioning, (3) the development of quality-aligned revenue streams, and (4) the cultivation of a sustainable investment ecosystem. Theoretically, this study extends the BMI literature by highlighting the "capability-led" transformation required for educational social enterprises. Managerially, it offers a structured strategic pathway for non-profit leaders navigating the complex transition from donor dependency to organizational resilience.
Designing A Functional Organizational Structure for Business Sustainability in A Family-Owned Garment Sme: A Case Study of Ragam Jaya Garment House Falah, Avan Farel Al; Gustomo, Aurik
Jurnal EMT KITA Vol 10 No 3 (2026): JULY 2026
Publisher : Lembaga Otonom Lembaga Informasi dan Riset Indonesia (KITA INFO dan RISET) - Lembaga KITA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/emt.v10i3.6257

Abstract

Family-owned small and medium enterprises (SMEs) contribute significantly to economic growth; however, many encounter organizational difficulties as business activities become more complex while coordination remains informal and authority is concentrated at the top. This research focuses on Ragam Jaya Garment House, a family-run custom garment SME in Indonesia that has been operating for more than twenty years but continues to rely heavily on the owner for operational coordination and strategic decision-making. Employing an interpretive qualitative case study design, the study gathered data through semi-structured interviews, on-site observations, and reviews of internal operational records. The collected data were thematically analyzed and further evaluated using Porter’s Value Chain, the APQC Process Classification Framework, the RACI Matrix, and the Galbraith Star Model to reveal issues related to unclear role definitions, centralized decisions, unstable workflows, and coordination gaps throughout the order-to-delivery process. The findings show that operational inefficiencies are not driven by a lack of resources, but by undocumented workflows, unclear accountability, and excessive concentration of decision authority at the owner level, resulting in bottlenecks and elevated operational risk. To address these issues, the study proposes a simple functional organizational structure supported by clear decision rights and minimum process control mechanisms at critical handoff points. This design redistributes routine decisions to functional roles while retaining owner control over high-risk decisions, thereby improving coordination, reducing key-person dependency, and supporting long-term business sustainability and succession readiness.
Co-Authors Adyansyah Patonangi Airef, N. Nurlaela Albertus Harvid Alisa Manulang, Ria Anggara Wisesa Anindita Daisy Arumi Anita Silvianita Aprilianto Setyawan Ar Rahim, Tiffany Azmi Azizah, Azmi Bella Tria, Bella Bhaskara Putra Mahardika, Bhaskara Putra Daniel Karim, Daniel Dhilal Ahmad Sobarudin Diniswara, Fandya Rasmita Duzan Janitra, Atha Dyta Tameswari Utoro Falah, Avan Farel Al Fildzah Ikramina Firda Herlina Freiburghaus, Teresa Gina Mayasari Sujaya Hendra William Sutanto Inayah Inayah Indah Yuliana Josia Prananta Kartikasari, Lucy Kusnadi, Iyas Linda Pratiwi Darmadi M. Parulian Hutagaol Mario Herman Fazary, Mario Herman Masfufah, Megawaty Mia Mayasari Mokhtar, Fahirah Syaliza Muhammad Syirodj Nadya Rahmadhanti Nandini, Widya Nur Adi Kuncoro, Nur Adi Pandu Narendradewo Panji Anom, Sendika Prajnaparamita Leman, Nabila Purwanti Wulandari Putri, mentari adriaeni Rachmat Calief Zulfikar Rahayu, Popy Refinna Fortunata N.L Renny Hutagalung Rizky Aditya Kusuma Sekartini Prikasih, Nina Shafina Abdul Aziz Baraba Siti Rosidah Sjafri Mangkuprawira Sondang Romian Purba, Sondang Romian Sushandoyo, Dedy Taufiqurrahman, Dafa Utomo Sarjono Putro Vincya Tunggadevi Widianingsih, Heni Wirda Savitri Yuniarti, Melina Yuti Dwi Putri